The Leaders We Need: And What Makes Us Follow

by Michael Maccoby

Book Overview

A leader is someone people follow. But why do people follow? Books abound on leaders, but much less is known about followers. In The Leaders We Need, Maccoby steps into this yawning gap in the... This description may be from another edition of this product.

• Format: Hardcover
• Language: English
• ISBN: 1422101665
• ISBN13: 9781422101667
• Release Date: October 2007
• Publisher: Harvard Business Review Press
• Length: 249 Pages
• Weight: 0.45 lbs.
• Dimensions: 1.0" x 6.5" x 9.2"

Customer Reviews

A Contrarian

I have been reading Maccoby's work for years. He is very thoughtful in his approach and willing to call life as he sees it through a trained lense of keen observation. I find the book refreshing because he looks at leadership from a much richer and deeper perspective than most other writers on the subject. For instance, his work on narcissistic leadership challenges many of the cherished notions held by Jim Collins and others. I get tired of those who extol "goodie goodie" leaders as the norm. Maccoby helped me understand the different leadership types who are out there and how I need to think both about those I want to follow and about those I hope will follow yours truly. If you want a five step approach, then the book is not for you. If you want to be challenged to think and evaluate both yourself and your own organization, then I think you will really enjoy the book.

Significant and practical

We need Michael Maccoby's insights about leaders and our world today to follow or become The Leaders We Need. People don't want to be managed by autocratic father figures, though they will follow and better yet, collaborate with, the right kind of leader. This book is trenchant and practical. Disclaimer: Michael Maccoby and I have worked together for 35 years. For some this might imply a lack of objectivity. For others, this qualifies a reviewer who knows his subject. You are free to make up your own mind. Dr. Maccoby's insights are based on over 45 years of research (for example, with Erich Fromm in Mexico), teaching (Harvard, Chicago, Oxford, the Brookings Institution), consulting (IBM, AT & T, World Bank, ABB, etc.), and writing. He facilitated a national health care coalition, and directed a foundation-funded research project on exemplary health care systems. He advises diverse leaders and organizations, being trusted by both corporate and union leaders. He is a fellow of the American Psychological and Anthropological Associations, a psychologist, psychoanalyst, and anthropologist. The Leaders We Need And What Makes Us Follow provides many examples of leaders and their organizations from this rich body of work. It is his most comprehensive book, giving readers the fruits of his productive lifetime in what might be called a grand integrated theory. His wisdom is useful for those who would lead in any way or at any level of an organization, or for understanding leaders we may choose to follow. He raises the question why none of the existing authors on leadership give a convincing definition of leadership. Many describe leadership traits, others define their ideal leader. Maccoby's definition of a leader is deceptively simple: a leader is a person others follow. Since both Hitler and Gandhi were people others followed, Maccoby asks: why and how do people follow a leader? Winston Churchill, a great wartime leader, was rejected by voters both before and after the war. Different contexts require different leaders. Maccoby understands leaders in their historical context, relationship to followers, and results sought. Personality is also important. The most effective leaders will develop their Personality Intelligence, a combination of conceptual and emotional understanding, head and heart. At the national level, we need leaders who can respond to a world aflame with fundamentalist ideologies, the global ecological crisis, and an increasing percentage of the world facing inadequate food, water, shelter, health. At the organizational level, we need leaders who can organize and inspire knowledge workers in healthcare organizations, schools, and innovative global companies. Traditional bureaucratic managers who built great corporations and government agencies of the industrial era lack the personality and understanding needed to engage a new social character, raised in dual career families rather than the paternalis

A study of leadership that puts followers, social change, personality type and public policy in cont

Anthropologist and psychoanalyst Michael Maccoby has been writing about leadership for more than three decades. Here he ventures an argument with an unusual perspective for managerial literature. His fundamental thesis is that changing times demand a leadership model that leaves the industrial, bureaucratic era behind. He explains that new family structures and contemporary ways of working - especially knowledge work - have created a different kind of follower. Maccoby calls these workers "Interactives" and explains their demands in psychological terms. His emphasis on "Personality Intelligence," collaboration and teamwork is not really new, but his explanation of why these factors matter and what impact they have upon public policy is striking. We find his willingness to tackle big leadership challenges - health-care policy, education and even the U.S. presidency - fresh and thought-provoking.

Michael Maccoby batting a thousand!

Dr. Michael Maccoby continues to dominate the leadership arena, with his latest book being relevant to today's leaders and followers alike. His book provides insights not found in other books on leadership.

The importance of "principled pragmatism" in a "market-dominated world"

Those who have read Michael Maccoby's previously published Narcissistic Leaders already know that he has formulated a number of unconventional opinions about effective leadership. That soon becomes obvious in this book as he explains in the Introduction that his approach to the study of leadership "is shaped by my academic training and professional experience as a psychoanalyst and anthropologist for over thirty-five years has studied and counseled leaders in business, government, universities, and unions. As an anthropologist, I view leadership within a cultural context, a system that weaves together modes of work, political institutions, family structure, and values. And as a psychoanalyst, I focus on the way personality determines how we relate to others, especially at work." Therefore, Michael Maccoby's focus is on what he characterizes as "Personality Intelligence," (i.e. the ability to understand people). Although he does not agree with all of Sigmund Freud's theories, "I do make extensive use [in this book] of his concept of unconscious transference, and I build on his theory of personality types. Transference helps to explain why people sometimes idealize leaders, projecting onto them comforting childhood images of protective parents. And it also explains why they sometimes turn against these leaders, seeing them as inept or neglectful parents." These brief excerpts, I hope, indicate Michael Maccoby's specific approach as he explains who "the leaders we need" are, and, "what makes us follow them." What are their dominant characteristics? According to Maccoby, the leaders needed "in these tumultuous times" possess a combination of leadership types: transformational visionaries, operational obsessives, and trust-creating bridge- builders. "They are the leaders motivated to achieve the common good who have the qualities required to gain willing followers in a particular culture, at a historical moment when leadership becomes essential to meet the challenge of the time and place." In this context, "Personality Intelligence" best understood in terms of certain qualities that add up to a leader's personality. The leaders we need have it or can develop it with proper supervision and support. They also have or can develop "Strategic Intelligence" which is an interactive mix of analytic, practical, and creative elements that are needed to anticipate future trends, think systematically, understand how to design effective social systems, communicate meaning and purpose to motivate and educator collaborators, and partner with other types of leaders who complement these strengths. Curiously, there is no reference in this book to the research of Howard Gardner who has made a number of valuable contributions to our understanding of multiple intelligences, most recently in Five Minds for the Future in which he examines five separate but related combinations of cognitive abilities that are needed to "thrive in the world during eras to come...[cogn